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What Can Managers and Employees Do to Reap the Mutual Benefits of Role Negotiation?
Pay is probably the first thing that comes to mind when you hear about workplace negotiations and gender equality. In reality, individuals negotiate many aspects of their careers, including bids for more satisfying and challenging roles. But does success in role negotiation predict high potentials’ access to the “hot jobs” that are so essential to their advancement?
In this study we found that women and men high potentials who reported greater success in role negotiation also:
- Reported greater access to two important types of hot jobs: roles with P&L responsibility and projects with C-suite visibility.
- Saw themselves as more innovative in their work.
- Saw themselves as more likely to remain with their current organizations.
In other words, our findings suggest that role negotiation is a winning strategy that benefits individuals looking to negotiate their way to more challenging and satisfying roles, managers who want to lead more innovative teams, and organizations that are increasingly worried about retaining top talent.
Managers and individual employees both play a vital part in successful role negotiation.
- Managers can empower employees to negotiate their roles.
- Individuals can take the first step to employ this career-winning strategy.
Research Partners: Abercrombie & Fitch; AT&T Inc.; Bank of America; Bloomberg; BMO Financial Group; The Boston Consulting Group; Chevron Corporation; Credit Suisse; Debevoise & Plimpton LLP; Dell Inc.; Deutsche Bank AG; EY; Halliburton; Hewlett Packard Company; IBM Corporation; KeyBank; Kimberly-Clark Corporation; McDonald’s Corporation; Novo Nordisk; PAREXEL; Sodexo; State Street Corporation; UPS; Verizon
How to cite this product: Emrich, Cynthia G., Anna Beninger, Elizabeth R. Salib, and Jeanine Prime. Role Negotiation and the Pursuit of Hot Jobs. New York: Catalyst, 2016.